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HR Policies (POSH compliance, workplace regulations)

Need HR Policy Drafting in Kurnool?
At Landmarq, we prepare compliant HR policies under POSH Act, 2013 & Labor Laws, covering:

✅ POSH Compliance (IC, Annual Reports)
✅ Employee Handbooks
✅ Remote Work Policies
✅ Disciplinary Procedures

To get started, simply provide the following details:

Documents and Details Required for Drafting POSH-Compliant HR Policies

1. Basic Company Details

  • Full legal name of the organization
  • Nature of business (IT, manufacturing, consulting, etc.)
  • Number of employees (male/female/other)
  • Address of workplace(s), including branches

2. Internal Committee (IC) Details

  • Names and designations of IC members (at least 4 required)
  • One external member (NGO/legal background) – name, credentials, contact
  • Gender composition (at least 50% women)
  • Term and roles of members

3. Company’s Workplace Guidelines

  • Working hours
  • Dress code (if any)
  • Code of conduct / employee behavior policy
  • Rules for remote/hybrid workers, if applicable

4. Reporting & Complaint Mechanism

  • Designated email/phone/contact to file complaints
  • Confidentiality process for complainant/respondent
  • Escalation and resolution timelines
  • Record-keeping policy

5. Awareness and Training Records

  • Training schedule or calendar (quarterly/annual)
  • Proof of POSH awareness workshops conducted
  • Sample slides/materials used in past training (if any)

6. Legal Compliance

  • Copy of past Annual Report filed with District Officer (if applicable)
  • Notice board copy displaying POSH policy and IC details
  • Any previous POSH complaints filed/resolved (summary only, no names)

7. Optional / Value-Added Documents

  • Employee onboarding checklist with POSH acknowledgment
  • Signed declarations by staff on policy awareness
  • Bilingual policy copy (English and local language)

Documents and Details Required to Draft HR Policies (Workplace Regulations)

1. Basic Company Information

  • Company name and legal entity type
  • Industry or business domain (e.g., IT, manufacturing, consultancy)
  • Total number of employees (department-wise, if applicable)
  • Organizational chart or reporting structure

2. Workplace Operations & Rules

  • Working hours and shift details
  • Attendance, leave types, and holiday policy
  • Remote/hybrid work guidelines
  • Office entry/exit procedures and access control (e.g., biometric, ID cards)

3. Code of Conduct

  • Rules regarding behavior, ethics, and workplace etiquette
  • Dress code policy (if any)
  • Substance abuse, smoking, and alcohol rules
  • Anti-discrimination and equal opportunity clauses

4. Compensation & Benefits Structure

  • Payroll frequency and payment process
  • Allowances, incentives, or performance bonuses
  • Insurance/ESI, PF details
  • Gratuity, maternity/paternity leave details

5. Disciplinary Process

  • Steps for handling employee misconduct or violations
  • Warning, suspension, and termination procedures
  • Grievance redressal mechanism
  • Appeal process

6. Data Security & Confidentiality

  • IT and data privacy policy
  • BYOD (Bring Your Own Device) policy, if any
  • Cybersecurity protocols
  • NDA (Non-disclosure agreement) guidelines

7. Health & Safety Regulations

  • Workplace safety instructions and emergency response plan
  • Fire drill or evacuation process
  • First-aid availability
  • Ergonomic and mental wellness measures

8. Legal & Regulatory Documents

  • Shops & Establishment Registration
  • Labour Law compliance records
  • Standing orders (for factories, where applicable)
  • Environmental or local safety regulations (if required)

For inquiries or submission, contact us at:
Landmarq – Conveyancing and Legal, a trusted legal and documentation service provider in Kurnool, is here to assist you with all your agreement needs.
📧 Email: support@landmarq.in | 📞 Phone/WhatsApp: +91 70452 82751

1. What is POSH compliance?

POSH compliance refers to the implementation of the Prevention of Sexual Harassment (POSH) Act, 2013, which mandates organizations to prevent and address sexual harassment at the workplace. It involves setting up an Internal Complaints Committee (ICC), conducting awareness programs, and establishing a process for reporting and resolving complaints.

2. What are the key components of POSH compliance?

The main components include:

  • Internal Complaints Committee (ICC) formation
  • Sexual harassment policy clearly outlining complaints procedure
  • Annual awareness programs for employees and management
  • Reporting mechanism for grievances
  • Investigations and documentation of incidents

3. Who is covered under POSH?

POSH applies to:

  • All employees (permanent, temporary, or contractual)
  • Interns, volunteers, and other people associated with the organization
  • The law covers both employees of any gender.

4. What are workplace regulations?

Workplace regulations govern the working conditions and behavior expected within an organization. These include rules regarding attendance, dress code, work hours, safety, health measures, and ethics.

5. How do workplace regulations impact employee behavior?

Workplace regulations help create a structured, respectful, and productive environment by clearly defining:

  • Expected professional conduct
  • Ethical guidelines
  • Consequences of misconduct
  • Support for employees’ safety, well-being, and performance

6. Are HR policies legally binding?

Yes, HR policies, including POSH compliance and workplace regulations, are legally binding in that they ensure organizations comply with national labor laws, safety regulations, and human rights protections. Failure to adhere can lead to legal consequences.

7. How often should HR policies be reviewed?

HR policies should be reviewed at least annually or whenever there are significant changes in laws, regulations, or the business environment. Policies should evolve to reflect new legal requirements and organizational needs.

8. What happens if an organization fails to comply with POSH?

Non-compliance can lead to:

  • Penalties and fines
  • Reputational damage
  • Lawsuits from victims of harassment
  • In severe cases, cancellation of business licenses or registration

9. Can an employee report harassment anonymously?

Yes, employees can report sexual harassment confidentially and, in many cases, anonymously if the organization’s policy permits. POSH guidelines emphasize protecting the complainant’s identity and ensuring non-retaliation.

10. What is the role of the Internal Complaints Committee (ICC)?

The ICC is responsible for:

  • Receiving and investigating complaints of sexual harassment
  • Conducting inquiries and making recommendations for disciplinary actions
  • Ensuring the confidentiality of the process
  • Offering support and counseling to victims, if needed